That is the message from Craig Faucette, Chief Operating Officer at IRU member Trucking HR Canada. He says trucking companies are not facing the same shortage levels seen during and immediately after the pandemic. But this is not because Canada has solved the long-term supply problem.
The Canadian economy has slowed and inflation has risen sharply, leading to higher interest rates. This has reduced demand for trucking services. As a result, fewer drivers are needed.
“It’s mostly driven by a reduction in demand for employment,” Craig Faucette told us. “We’re not seeing any significant changes in the supply of drivers that would solve this issue in the longer term.”
Trucking is highly exposed to wider economic conditions, especially trade with the US. Trucks transport around 70% of goods between Canada, the US and Mexico. When cross-border trade is disrupted, Canadian trucking feels it quickly.
“As the economy picks up, we expect similar shortages to return,” said Craig Faucette. “We haven’t solved the supply issues.”
Young people wanted
One of the most important questions is how to bring more young people into the profession. Canada is beginning to see more young drivers enter the sector, but barriers remain.
“Insurance is one of them. In many Canadian jurisdictions, employers rely on private insurance,” said Craig Faucette. “Insurers are often reluctant to cover drivers under 25 unless they have strong training.”
This has pushed some employers to invest more in additional training. New drivers first obtain a commercial licence through mandatory entry-level training.
Many companies therefore run “finishing programmes”. These are onboarding or occupational training programmes designed to build practical skills before drivers operate independently. In the province of Quebec, some publicly supported schools offer much longer programmes, including 600 hours of training and work placements.
“Attracting young people remains difficult. Work-life balance is a major concern,” said Craig Faucette. “Trucking is also not always seen as attractive as other comparable careers. Furthermore, some young people question whether autonomous vehicles could impact the long-term future of the profession.”
Women wanted, too
Women, who account for about 4% of truck drivers in Canada, face additional barriers. Safety is a key one, especially being alone on the road and using truck stops. Training can also be an issue, as new drivers often spend long hours in a cab with a driver trainer.
“More female driver trainers are needed,” stressed Craig Faucette. “But this is challenging. We need more female drivers to get more female driver trainers.”
Trucking HR Canada is trying to address this challenge with initiatives such as Women with Drive, which showcases women in industry roles, and a Women’s Leadership Accord spotlighting employers with strong gender equity programmes.
Work-life balance is further reshaping operations. Long-haul jobs remain the hardest to fill. Short-haul roles, with drivers returning home every night, are preferred.
Some employers are breaking long routes into stages. One driver moves freight to a depot. Another takes it from there. This can reduce time away from home, though Canadian weather can make such systems difficult to manage.
Making them stay
Retention is another priority. Mentorship programmes, especially those lasting around a year, have shown strong results. Drivers who feel supported early in their time with a company are more likely to stay.
Pay also matters, but it is not just about cents per mile. Trucking HR Canada promotes a “total compensation” approach, helping drivers see the full value of wages, benefits, time off and other employer investments.
“A strong safety culture is also a good retention programme,” said Craig Faucette.
The best employers invest in people, equipment and training. Craig Faucette pointed to companies that regularly renew trucks, use simulators, prepare drivers for winter conditions and provide continuous training.
For smaller employers, guaranteed hours can help. So can a strong team culture. Many smaller companies may not have the same resources as large fleets, but they can offer closer relationships and better employee engagement.
The challenge now is to use this quieter period wisely: train better, support new entrants, retain experienced drivers and make trucking a career more people can see themselves choosing.
About Trucking HR Canada
Trucking HR Canada is a national non-profit and the recognised authority on workforce strategy for Canada's trucking and logistics sector, delivering labour market intelligence, skills development and HR solutions for an industry employing nearly 800,000 Canadians.